EMPLOYEE MOTIVATION
The
word "motivation" comes from the Latin word for "movement"
(movere). A motive is a reason why something is done (Armstrong,
2014)
Motivation is the force and direction of behavior, as well as the factors that
influence people to act in certain ways (Armstrong, 2014) People are motivated
when they believe that a particular course of action will result in the
achievement of a goal and a valuable reward - one that meets their needs and
desires (Armstrong, 2014) The term
"motivation" can refer to a variety of things, including the goals
that people have, how they chose their goals, and how others try to change
their behavior (Armstrong, 2014) According to Locke
and Latham (2004: 388), "the concept of motivation refers to internal
factors that impel action as well as external factors that can influence action." (Armstrong,
2014)
In
the beginning of 1960, John Kenneth Galbraith demonstrated the importance of
human resources in comparison to technical resources: "Should machines
represent the decisive factor, the social arrangements that help us develop our
infrastructure and equipment are those of primary importance (Mansaray,
2019) "However, if it is people who
matter, our first concern should be to create arrangements that help conserve
and develop personal talents" (Ni!ă 2010, cited in Elena N. I n.d:1039) (Mansaray,
2019)
It is based on the Galbraith phenomenon, which states that motivation plays a
critical role in achieving 'high performances' from employees in organizations (Mansaray,
2019)
However, in order to achieve 'high performance' in firms, managers must be able
to create a beneficial organizational environment in which employees can work
(Rusua and Avasilcaia) (Mansaray, 2019)
HRM
policies and practices should be directed in such a way that they are aligned
with the organization's strategies while also understanding employee
expectations (Varma, 2017) These strategies are
not only aimed at retention and attraction, but also at mitigating the negative
effects of demotivation and dissatisfaction (Varma, 2017) such as absenteeism,
low performance, lower morale, low contribution to the team, less coordination,
and a lack of orientation toward organizational objectives (Varma, 2017) all of which can
have an impact on an organization's ability to compete in a highly competitive
business environment (Varma, 2017) As a result, it is
critical to investigate and comprehend the factors that motivate and create job
satisfaction among employees. (Varma, 2017)
One
of the most important aspects of any organization is its human resources (Sherif, et
al., 2014)
The contribution of human resources controls and holds major activities carried
out in the organization (Sherif, et al., 2014) It plays an
important role in the development of the organization (Sherif, et
al., 2014)
It was emphasized that it has the same value and importance as marketing,
finance, production, and organizational management and cannot be avoided (Sherif, et
al., 2014)
The key role of human resource management in any organization is selection and
recruitment, planning, training, and development programs for its employees,
and motivating employees to take steps toward organizational improvement (Sherif, et
al., 2014)
According to Sharma (2006), the primary responsibility of human resources is to
provide motivated employees to the organization. He went on to say that
motivated employees are the organization's lifeblood (Sherif, et
al., 2014)
References
Armstrong, M., 2014. ARMSTRONG’S Handbook of
human resource management practice. 13 ed. london: Library of Congress
Cataloging-in-Publication Data.
Mansaray, H. E.,
2019. The Role of Human Resource Management in Employee Motivation and
Performance-An Overview. Budapest International Research and Critics
Institute (BIRCI-Journal) Humanities and Social Sciences, 2(3)(2019), pp.
183-194.
Sherif, M. Z. M.,
Umar, P. D. N. & S.Sos., M.Si.,Ph.D;, M. A. . P., 2014. The Role of
Motivation in Human Resources Management. The Importance of Motivation
Factors among Future Business Professionals in Libya, 16(2014), pp.
27-36.
Varma, C., 2017.
IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL
PERFORMANCE. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR
ORGANIZATIONAL PERFORMANCE, 6(2)(2017), pp. 10-20.
In the current business climate, it is important for organizations to stop losing performing employees because of declining job satisfaction and a lack of motivation to stay with the company for a long time. This is true as it relates to high job losses due to layoffs and retrenchment to create a lean organization. Employees who are motivated and content will pursue company goals with commitment (Risambessy et al 2012). if you can possibly add some benefits of employee motivation to your blog it may give high value to your blog.
ReplyDeletevery good article, Motivation is the strength and direction of behaviour and the factors that influence people to behave in certain ways. People are moti vated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants (Armstrong, 2014)
ReplyDeleteAdd to your comment Rahmath, Internal recruitment saves money while increasing employee satisfaction and morale. Spend some time on recruiting or encourage current employees before looking for talent outside the company (Abdullah & Rahman, 2015) (hamza, et al., 2021)
DeleteGood Article Farhan, In addition above.. Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices. Reward management system is the highly used practice for the enterprises to achieve the desired goals (Güngör, 2011). According to Barber and Bertz (2000), Reward management system helps the organizations to attract, capture, retain and motivate employees with high potential and in return get high levels of performance.
ReplyDeleteReward management system consists of both extrinsic and intrinsic rewards; where former involves financial rewards (salary, bonus etc) and the later includes non-financial rewards like recognition, security, title, promotion, appreciation, praise, decision making involvement, flexible working hours, workplace comfort ability, feedback, work design, social rights etc (Yang, 2008)
Thank Rayan for your valuable comment & furthermore, People's needs are prioritized in non-monetary rewards (Armstrong, 2014) have varying degrees of recognition, accomplishment, personal development and acceptable working conditions (Armstrong, 2014) They include non-monetary recognition of accomplishments, the creation of fulfilling jobs, and providing people with opportunities (Armstrong, 2014) opportunity to advance their skills and careers, as well as providing a work environment that promotes excellence of working life and a suitable relationship between work and home life (work–life balance) (Armstrong, 2014)
DeleteGreat article .Motivation is one of the integral elements that help a man succeed and achieve his personal goals. A motivated individual can chart a course to success and eventually self-development. Whenever such an individual works on something impossible, he puts in his heart and soul to make it possible. Besides his skills, knowledge, and experience, his motivation also plays a vital role in this endeavor. It is for this reason; companies and organizations take their employees motivation very seriously. According to a study conducted by (Grant, 2008) motivation imposes employee outcomes for instance performance and productivity. He also established that motivated employees are more oriented towards autonomy and are more self-driven in contrast to less motivated employees. Further, motivated employees are highly engaged and involved in their work and jobs and are more willing to take responsibilities (Kuvaas & Dysvik, 2009)Organizations in this dynamic globalized world are continuously trying to develop and motivate their employees to help achieve enhanced performance with various Human Resource applications and practices.
ReplyDeleteAnd also, Pushpa furthermore Performance management, in particular, is concerned with aligning individual objectives with organizational objectives and ensuring that individuals uphold corporate core values. It calls for expectations to be defined and agreed upon in terms of role responsibilities and accountabilities (what is expected to be done), skills (what is expected to be possessed), and behaviors (expected to be). The goal is to develop people's capacity to meet and exceed expectations and to realize their full potential for the benefit of both themselves and the organization. Importantly, performance management is concerned with ensuring that people have access to the support and guidance they require to develop and improve (Armstrong, 2014)
DeleteInteresting Introduction Farhan, In addition increasing training opportunities, improving the physical working conditions and environment through improved physical structures, equipment, and materials, may help improve these important working conditions. Other highly discordant factors included opportunity to advance, good employment benefits, time for family life, good income, and being based in a good location (Peters et al, 2010).
ReplyDeleteAgreed with you Shermila, in another way training is both focused on and evaluated against an individual's current job; training refers to bridging the gap between current performance and desired performance (Garavan, 1997) (Oluwaseun, 2018)
Deletegood introduction Farhan, Positive discretionary behavior is used by highly motivated individuals when they choose to exert effort.Such individuals may be driven by their own actions, which is the ideal type of motivation as long as it indicates that they are moving in the right way to accomplish their goals (Armstrong, 2014)
ReplyDeleteAdd to your comment Rahmath, Internal recruitment saves money while increasing employee satisfaction and morale. Spend some time on recruiting or encourage current employees before looking for talent outside the company (Abdullah & Rahman, 2015) (hamza, et al., 2021)
DeleteGood content Farhan. furthermore, Employees' requirements fall into one of five categories, according to Maslow (Maslow, 1943): physiological, safety, social, ego, and self-actualizing. Before the next higher-level need to inspire workers, according to Maslow, the lower-level needs had to be met.
ReplyDeleteGood introduction Farhan. A key component in the workforce of an organization is motivation. It helps empowers the yield of workers or negative motivation can decrease their inspiration to work (Jain et al. 2019)
ReplyDeleteAgreed with you Onita & also the goal is to develop people's capacity to meet and exceed expectations and to realize their full potential for the benefit of both themselves and the organization. Importantly, performance management is concerned with ensuring that people have access to the support and guidance they require to develop and improve (Armstrong, 2014)
DeleteAgreed with you Mushadiq & also Performance management is critical for increasing the productivity of human resources. Human resources and productivity are now the most important factors determining organizational success in new and progressive organizations. (Rostam, 2020)
ReplyDeleteA good blog article Onita Jayawardena , I would like to add to your content that according motivation as an individual’s level of readiness to perform an action and it comprises all factors that influence, intensify and organize human behavior. Motivation in the work context is expressed as an individual’s degree of willingness to exert and maintain an effort towards organizational goals. Employees have different competing needs that are driven by various motivators.Therefore, to maximize organizational performance, organization and its managers should understand what really motivates the employees (Deressa and Zeru, 2019).
ReplyDeleteAgree with you Upul. for a clarification i am Farhan not Onita. add furthermore your comment Performance management is critical for increasing the productivity of human resources. Human resources and productivity are now the most important factors determining organizational success in new and progressive organizations. (Rostam, 2020)
DeleteGood introduction Farhan. According to Cheng & Cheng(2012) motivation is defined as the power that triggers action that follows. Furthermore, Motivation can be defined as everything that drives and sustains human behavior (Gard, 2001).
ReplyDeleteThank you for your valuable comment & add more Motivation is an important factor that encourages people to give their best effort and contributes to the achievement of large business goals (Jain, et al., 2019) Positive inspiration will increase workers' output, whereas negative inspiration will decrease their output (Jain, et al., 2019) Motivation is an important factor in the work force for executives (Jain, et al., 2019)
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